£41,044 – £44,620 per annum:
ROYAL COLLEGE OF ART:
Operating within the Finance team, the Finance Operations Manager will be responsible for managing the operational (transactional) processes.
London
£30,000:
IMPACT BOX:
Join a growing start-up on a mission to help the charity sector get the most out of technology. Become our very first Operations Manager!
London (Greater)
Name: Senior Payroll & Benefits Manager
Salary: £75,000 plus bonus
Location: North London
A leading organisation based in North London has an urgent requirement for a Senior Payroll & Benefits Manager to lead and manage the Payroll & Benefits team ensuring accurate processing of the high volume payrolls.
Responsibilities include:
- Ensuring all payroll deadlines for weekly and monthly payrolls are met including tax year-end procedures
- Ensuring new payroll legislation and requirement are adhered to including reporting requirements i.e. gender pay gap
- Implementing comprehensive annual pay review changes
- Managing all of the company benefits schemes
- Managing the auto-enrolment process and multiple defined pension contribution schemes
To be considered for this Senior Payroll & Benefits Manager position, applicants must have experience of managing a large payroll team and have experience of processing high volume multiple payrolls. If you have the CIPP payroll qualification as well as experience of using an ERP system, this will be highly advantageous.
JGA Recruitment Group Ltd. (“We”) are committed to protecting and respecting your privacy. We are a specialist payroll, HR & Marketing recruitment agency and recruitment business as defined in the Employment Agencies and Employment Businesses Regulations 2003 (our business). This statement together with our privacy notice sets out the basis on which any personal data we collect from you, or that you provide to us, will be processed by us.
£42,000- £48,000 per annum:
MY BIG CAREER:
We are looking for an exceptional individual who wants an opportunity to transform MyBigCareer and the lives of thousands of young people.
London (Central), London (Greater)
Reward Lead
£51,050 – £64,750
Contract type: Fixed Term
Length of employment: 18 months
About the job
Essential
We are looking for an experienced Reward Lead, with confident stakeholder and relationship management skills and a strong track record of delivering high-quality pay and reward policies. Ideally, you will have experience in changing and improving the employee offer and development of reward strategies in an organisation that aligns closer to private sector pay practices.
We are looking for an experienced Reward Lead, with confident stakeholder and relationship management skills and a strong track record of delivering high-quality pay and reward policies. Ideally, you will have experience in changing and improving the employee offer and development of reward strategies in an organisation that aligns closer to private sector pay practices.
The CDIO HR Team provides support to Revenue and Customs Digital and Technology Services (RCDTS), a government-owned company that provides IT services to HMRC. This role provides advice and policy in the reward and benefits field, leading a team of 5 to develop and implement a reward strategy to improve the employee value proposition and create a better employee experience. It is an exciting time for RCDTS with a range of improvement measures being developed to better support employees.
All our people play a key role in delivering our priorities by being accountable for leading and owning discrete projects and work-streams. This involves pro-active and high-quality contributions to ensure our team works effectively and delivers desired outcomes.
Job description
Leading on development and delivery of a reward strategy for RCDTS, challenging existing practice and recommending changes in approach where this will ensure that we are able to attract, retain and motivate staff with the key skills to deliver on our objectives.
Building effective relationships alongside gathering and presenting data sets into accessible formats that are easily understood by all stakeholder groups – ensuring the right conversations and decisions take place on pay, reward strategy and reform.
Responsibilities
Develop, design and implement RCDTS evidence based, strategic approach to pay and wider reward packages.
Part of the reward strategy work will involve the introduction of a new pay and grading system, so familiarity with a range of grading options will be required to lead the discussion on options and best practice.
Annual pay award:
Manage the pay remit process, including definitions of funding, preparation of submissions to the RCDTS Board and HM Treasury, negotiation with the Employee Forum and TUs, and implementation of the pay award.
Pay Policy Guidance:
Provide guidance across the range of pay policies on and development of new policies and guidance as part of the reward strategy work.
Balance project management, policy development and strategic thinking in a complex stakeholder environment.
Gender Pay Gap:
With Diversity and Inclusion colleagues lead on statutory gender pay gap reporting, ensuring that the legal and data requirements are met and that our publication subscribes to central guidance from the Cabinet Office.
Build and maintain relationships:
Maintain a deep network across CDIO to ensure policy and practices support the organisational delivery objectives.
Work closely with the Employee Relations lead to develop the Employee Forum, the voice of staff across RCDTS.
Manage the annual pension governance exercises, reporting on performance and suitability of the pension scheme to the RCDTS Board.
Lead on insurance renewals as part of the benefits package, ensuring both value for money and appropriate levels of cover for employees.
Embed all strategies, policies and the new approach to the wider employee value proposition to drive an enhanced employee proposition.
People Management:
Build Reward capability within the Pay and Benefits team.
Role model HMRC’s values through your ways of working, in particular through being open and inclusive, empowering, accountable, professional, understanding, engaging, and also listen and collaborate.
Behaviours
We’ll assess you against these behaviours during the selection process:
- Leadership
- Making Effective Decisions
- Communicating and Influencing
- Seeing the Big Picture
Benefits
• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension
If you are applying for a role in an office within a regional centre location or a transitional or specialist site, then the following may apply: Daily Travel Assistance will be available for this role, provided the successful applicant is a current HMRC employee and meets the eligibility requirements outlined in the department’s Daily Travel Assistance guidance.
Things you need to know
Security
Successful candidates must pass a disclosure and barring security check.
People working with government assets must complete basic personnel security standard checks.
Selection process details
This vacancy is using Success Profiles, and will assess your Behaviours and Strengths.
Candidates to complete the online form and those who are successful at sift stage will be invited to an interview. Location and dates to be confirmed.
You will be asked to provide a 250 word statement for each of the 4 behaviours listed. An initial sift based on behaviour 1 may be held if a large number of applications are received. If your application progresses to a full sift, all behaviours will then be considered.
Candidates who are successful at sift stage will be invited to an interview which will include both strength and behaviour questions.
Interviews may be held via video. Sift and interview dates to be confirmed.
Further Information
Any move to HMRC will mean you will no longer be able to carry on claiming childcare vouchers.
Customer facing roles in HMRC require the ability to converse at ease with members of the public and provide advice in accurate spoken English and/or Welsh where required. Where this is an essential requirement this will be tested as part of the selection process.
A reserve list may be held for a period of 12 months from which further appointments can be made.
Security Update
If you are successful and transferring from another Government Department, we will carry out a check of your identity, nationality, and immigration status (including the right to work in the UK) and a criminal record check before confirming your appointment.
Successful candidates must pass a Disclosure and Barring Security Check/Disclosure Scotland. Please note that HMRC have an exemption under the Rehabilitation of Offenders Act 1974, which enables us to make enquiries about both unspent and spent convictions.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service /Disclosure Scotland on your behalf. However, we recognise in exceptional circumstance some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing [email protected] stating the job reference number in the subject heading.
For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email [email protected]
Applicants who are successful at interview will be, as part of pre-employment screening subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.
A candidate is not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
HMRC transformation
In November 2015, HMRC announced the next step in our ten-year modernisation programme to create a tax authority fit for the future, committing to high-quality jobs and the creation of new regional centres serving every region and nation in the UK. We set out our plans to consolidate into 13 large, modern offices, equipped with the digital infrastructure and training facilities needed to build a more highly-skilled workforce. These offices will be located in Glasgow, Edinburgh, Belfast, Newcastle, Leeds, Liverpool, Manchester, Nottingham, Birmingham, Bristol, Cardiff, Croydon and Stratford. There will also be a small number of specialist sites, where the work cannot be done anywhere else, in Gartcosh (near Glasgow), Telford, Ipswich, Worthing and Dover, as well as our headquarters in central London. In addition, our Welsh language service has people in specialist roles located in Porthmadog, as well as Cardiff. If you are recruited into an office that is not one of these locations, you will be expected, subject to HMRC’s applicable policies, to move to one of these locations in the future. In some cases this will be via a transitional site. If you are not a current civil servant, you will not be eligible for financial assistance for your move to the regional centre or a transitional or specialist site. If you are a current HMRC employee and you joined HMRC through an advert that was advertised on or after 11/01/2017, you will not be eligible for financial assistance for your move to the regional centre or a transitional or specialist site. This is in line with the terms of your original appointment to HMRC. For more information please contact the vacancy holder.
Terms and Conditions
Some of HMRC Terms and Conditions of employment changed on 1st May 2013, these will apply to people who are new recruits to HMRC or who take a new job in HMRC on promotion. The document attached to this advertisement provides more information on the changes we made, please note this is not a full list of HMRC’s terms and conditions. If you need to discuss how these changes might affect you, please contact the vacancy holder. For further information on terms and conditions please visit https://www.gov.uk/government/organisations/hm-revenue-customs/about/recruitment#annual-leave
Pay
If you are currently working for an OGD and would like to consider the impact on your pay when joining HMRC, please see the attached document “Pay on Transfer from OGD” for further information.
New entrants are expected to join on the minimum of the pay band.
Reasonable adjustment
If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
Contact Government Recruitment Service via [email protected] as soon as possible before the closing date to discuss your needs.
Complete the “Assistance required” section in the “Additional requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a Language Service Professional.
Feedback will only be provided if you attend an interview or assessment.
Nationality requirements
Open to UK, Commonwealth and European Economic Area (EEA) and certain non EEA nationals. Further information on whether you are able to apply is available here.
Working for the Civil Service
The Civil Service Code sets out the standards of behaviour expected of civil servants.
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission’s recruitment principles.
The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.
Further information
Appointment to the Civil Service is governed by the Civil Service Commission’s Recruitment Principles. You have the right to complain if you feel a department has breached the requirement of the Recruitment Principles. In the first instance, you should raise the matter directly with the department concerned. If you are not satisfied with the response, you may bring your complaint to the Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web pages: http://civilservicecommission.independent.gov.uk/civil-service-recruitment/complaints/
Title: Global Payroll Project Manager
Location: London
Salary: £90,000 plus £6000 car allowance and bonus
Contract: 18 months
A leading global organisation based in London has a requirement for a Global Payroll Project Manager to join their function to prepare the business for the separation of 2 entities. Acting as the lead on the payroll workstream to deliver payroll solutions for separating the brands.
Applicants for this Global Payroll Project Manager must have gravitas to be able to lead and direct this project as well as previous knowledge of HRIS implementation.
Responsibilities include:
- Developing the payroll parting implementation strategy
- Leading the discovery and designing of the payroll plan
- Leading and managing the Project Management Office Team
- Recruiting and onboarding a team of Regional Implementations Consultants
- Managing issues and resolving them through the project
The ideal candidate for this Global Payroll Project Manager position will have experience of leading large-scale payroll or systems transformation projects. You must be confident in building relationships with various stakeholders across the organisation and have the ability to influence at a senior level and make complex decisions.
JGA Recruitment Group Ltd. (“We”) are committed to protecting and respecting your privacy. We are a specialist payroll, HR & Marketing recruitment agency and recruitment business as defined in the Employment Agencies and Employment Businesses Regulations 2003 (our business). This statement together with our privacy notice sets out the basis on which any personal data we collect from you, or that you provide to us, will be processed by us.
The role –
As our Payroll & Benefits Specialist, you’ll join our growing HR team who pride themselves on delivering an exceptional service to CFC colleagues in our London, New York and Brussels offices. You will manage and process three payrolls, being the first point of contact in HR for any payroll/benefits queries, as well as handling any complex payroll and benefit issues with service vendors to help us optimise our approach to payroll and benefits.
You’ll bring your experience of managing UK and international payrolls and of implementing effective payroll policies, processes and working practices to ensure a first-class approach to compensation and benefits at CFC.
With your eye for detail and accuracy, you’ll enjoy collaborating with others to help us improve our MI/reporting and look for new ways to drive operational efficiencies within HR. This is a hybrid payroll & benefits and HR support role so will suit someone seeking a broader role to grow and expand their payroll/HR experience.
Responsibilities & accountabilities
Payroll
• Ensuring effective management, administration and payroll processing for three payrolls including our London HQ (360+ employees) and two new small office payrolls for Brussels and New York;
• Inputting of joiners, leavers, salary changes, pension contributions/allowances, sick pay, maternity and paternity leave/pay and variable pay changes (such as sign-on bonuses, ex-gratia payments etc.);
• Working with and managing our vendor relationships for ADP (UK), FMP (Brussels) and Paychex (US) ensuring that vendors deliver against agreed fully managed SLAs;
• Be the first point of contact for employee payroll related queries, escalating any complex queries to the HR Manager or payroll vendors for investigation;
• Support annual salary/bonus review and planning processes, working closely with the HR and Finance;
• Annual preparation of P11Ds and data submitted to the HMRC to ensure compliance with requirements;
• Regularly review payroll processing practices, policies and procedures and look for new ways to ensure that we maintain a robust and compliant approach to payroll processing and management for all regions;
• Produce relevant payroll journal and ad-hoc reporting for monthly/quarterly FC, HRD, CEO and ExCo packs and support annual HR/payroll audits working closely with HR/finance and our auditors as required;
• Work with our payroll provider (ADP) to collate gender pay gap reporting and work with the HR Director to produce our annual gender pay gap report and publish this in line with deadlines for annual reporting; and
• Work with our Talent Acquisition team to support pay benchmarking and keep abreast of legal/regulatory and payroll industry changes that present risks/challenges and opportunities for CFC.
Benefits and pension administration
• Responsible for administration of employee benefit plans for employees in London, New York and Brussels and work closely with our benefit plan insurers and providers to update employees on changes to plans;
• Be the first point of contact in HR for employee queries on benefit plans (income protection, life insurance, pension/401k, medical insurance, family friendly policies – maternity/paternity pay and voluntary benefits);
• Co-ordinate our new joiners/leavers process for adding/removing employees to benefits plans, working with our benefit plan insurers/providers and third-party administrators to ensure timely enrolment on/off plans;
• Explain our benefit plans to new joiners and provide enrolment forms to on-board new employees into our plans and promote participation in CFC’s benefits via our HR portal for employees (CFC Circle);
• Complete monthly pension payments, reporting and reconciliations, workplace pension auto enrolments and respond to employee pension plan queries (escalating to our pension providers as required); and
• Work with our 401k third-party administrator to provide joiners/leavers data and support the day-to-day administration of our pension plan to ensure compliance with plan requirements.
Systems & HR support
• Be the super-user for CFC Circle (SagePeople HRIS) responsible for joiners/leavers/transfers, salary/benefit changes and ensuring CFC Circle is kept up to date with any policy/document changes;
• Co-ordinate on-boarding of new joiners working closely with the talent acquisition team, L&D, IT and Finance to ensure timely notification and actioning for joiners/leavers and internal transfers; and
• Be the subject matter expert for payroll and benefits in HR and keep the HR team up to date with any changes to legislation that impact payroll/benefits (e.g. using tools such as XpertHR).
Skills, knowledge and experience
• You have at least 4-5 years’ experience of UK and international payroll processing along with benefit plan administration in a previous role most likely at Payroll & Benefits Specialist / Officer level;
• You will most likely have strong experience of major payroll system such as ADP (Paychex desirable) and have vendor management skills to ensure we get the best from our payroll/HRIS vendors;
• You have thorough knowledge of statutory requirements relating to payroll and a broad understanding of pensions and UK / US employee benefit plans;
• Experience of administering an HRIS is preferred as you’ll be our super-user for SagePeople (CFC Circle);
• You’re confident using Excel (use of Pivot tables, VLOOKUPs) and manipulating complex data; and
• A team player with good planning and prioritization skills but equally confident working alone on projects.
Education & Qualifications
• Educated at least to A level standard and ideally with a CIPP / payroll certification.
Head of Payroll – 12-month MAT leave FTC – London
We are exclusively recruiting for an experienced Head of Payroll to undertake a 12-month maternity leave FTC in London for a multi-brand company based in London.
This is a Head of Payroll vacancy that will manage all transactional aspects of payroll but will also be heavily involved in providing strategic business support as the organisation phases its return to normal operations post-COVID-19 (in line with government guidelines).
Critical skills required include a proven ability to lead, manage, upskill, train and develop an established payroll team as well as maintain a range of senior stakeholder relationships.
Detailed knowledge of end to end payroll processes (including CJRS and current COVID-19 payroll legislation) is imperative to ensure the business continues to pay its employees accurately and on time.
We are looking for someone who can lead teams effectively, form great relationships with internal and external stakeholders and someone who can deliver complex payrolls efficiently. If that individual is you, then this opportunity could be the role you have been searching for!
In return, our multi-brand client is offering the opportunity to join a brilliant payroll team and earn a competitive salary. There will also be ample time to take advantage of a comprehensive handover process and work in a flexible working environment.
Contact us now for a confidential discussion or apply by sending your CV to us ASAP to be considered to [email protected]
JGA Recruitment Group Ltd. (“We”) are committed to protecting and respecting your privacy. We are a specialist payroll, HR & Marketing recruitment agency and recruitment business as defined in the Employment Agencies and Employment Businesses Regulations 2003 (our business). This statement together with our privacy notice sets out the basis on which any personal data we collect from you, or that you provide to us, will be processed by us.
Title: Senior Payroll Administrator
Location: Home-based/London
Salary: £35,000
Contract: 4 month contract
A leading global organisation based in London has a requirement for a Senior Payroll Administrator to join their organisation for a period of 4 months to cover a secondment.
This role will be home based until the office re-opens.
This Senior Payroll Administrator position requires applicants to process the high volume in-house payroll from start to finish. This includes new starters and leavers, all statutory deductions and any tax code changes. Applicants will be required to have strong Excel skills (vlookups and pivot tables) as the role involves manipulation of data.
This is an excellent opportunity to join a reputable, rapidly growing organisation and will enable to gain exposure to higher level payroll.
To be considered for this Senior Payroll Administrator position, applicant must have Pension and Benefits orientated experience which includes expenses/ benefits on payroll and processing and management of P11D’s.
JGA Recruitment Group Ltd. (“We”) are committed to protecting and respecting your privacy. We are a specialist payroll, HR & Marketing recruitment agency and recruitment business as defined in the Employment Agencies and Employment Businesses Regulations 2003 (our business). This statement together with our privacy notice sets out the basis on which any personal data we collect from you, or that you provide to us, will be processed by us.
Client Payroll Manager – Wokingham – £35000 – £45000 p.a + Benefits
An excellent opportunity is available within a financial services client who are seeking to hire a Client Payroll Manager with strong payroll legislation knowledge to be responsible for the delivery of a portfolio of payrolls to clients, dealing with payroll and benefits related queries and the management of a small team.
The client is ideally seeking a Client Payroll Manager with previous experience of managing multiple payrolls, is commercially aware with ability to improve processes and procedures.
JGA Recruitment Group Ltd. (“We”) are committed to protecting and respecting your privacy. We are a specialist payroll, HR & Marketing recruitment agency and recruitment business as defined in the Employment Agencies and Employment Businesses Regulations 2003 (our business). This statement together with our privacy notice sets out the basis on which any personal data we collect from you, or that you provide to us, will be processed by us.